Sentences with phrase «hiring quality principals»

School districts also have difficulty hiring quality principals, especially at the high school level.

Not exact matches

Oracle has hired for remote jobs in the past, including principal Java developers, sales consultants, quality assurance analysts, technology sales representatives, recruiters, and senior IT consultants.

Providing cloud applications and platform services, Oracle has hired for remote jobs in the past, including principal Java developers, sales consultants, quality assurance analysts, technology sales representatives, recruiters, and senior IT consultants.

A 2005 study by the New Teacher Project, the national nonprofit organization that works with school districts to recruit high - quality teachers, examined five urban districts and concluded that seniority - based transfer privileges written into contracts often force principals «to hire large numbers of teachers they do not want and who may not be a good fit for the job and their school.»

The number - one quality that probably binds all of our principals in hiring teachers is measuring the candidate's willingness to self - reflect, which is why all of our teachers first have to do a sample lesson before they get hired.

Although better principals may also attract and hire more - effective teachers, the absence of reliable quality measures for new teachers and the fact that many principals have little control over new hires lead us to focus specifically on turnover.

A principal's impact on the quality of the teaching staff (whether negative or positive), for example, probably increases over time as the share of teachers who were hired on her watch rises.

While principals have always been limited in their ability to hire, remove, or reward personnel, they are now pressed both by expectations and by statute to play an increasingly aggressive role in ensuring teacher quality.

While most central office administrators spoke about unevenness in the leadership strengths of their principals, leaders in higher - performing districts expressed greater confidence in their ability to improve the quality of school leadership through hiring practices, leadershipdevelopment programs, school placement, and supervision (see also Section 2.2 of this report on district contributions to principals «efficacy).

Learn how a data - based teacher candidate assessment tool helps principals make informed hiring decisions and place a quality educator in every classroom at Amarillo ISD.

encouraged that the administration agrees that teacher quality is critical and while the principal should have more flexibility to hire and fire, today's announcement is a good first step.

It also shows that student achievement improves when principals are allowed to hire school staff according to quality and fit, rather than restricted by seniority.

Based on 10 years of research, Wallace has identified four key parts of a «principal pipeline» that can develop and ensure the success of a sufficient number of principals to meet district needs: rigorous job requirements, high - quality training, selective hiring, and on - the - job evaluation and support.

It also shows that student achievement improves when principals are allowed to hire school staff according to quality and fit.

The Chicago Leadership Collaborative was set up by the district in 2011 to help meet its principal hiring requirements and to triple to 100 its number of annual high - quality «residencies,» in which aspiring leaders get on - the - job experiences in local schools.

It describes the four components of the pipelines: Job standards for principals, high - quality pre-service training, rigorous hiring procedures, and tightly aligned on - the - job performance evaluation and support.

How Principals «Bridge and Buffer» the New Demands of Teacher Quality and Accountability: A Mixed - Methods Analysis of Teacher Hiring

Given the importance of hiring and retaining high - quality principals and teachers in turnaround schools, this report provides lessons learned by UVA / PLE about strategic talent development in a turnaround environment.

This means cultivating and hiring principal supervisors who are aligned to the district's vision and who have the skills, experience, and dispositional qualities required to model the type of student - focused leadership that principals must possess if we aim to improve outcomes for every student, in every school.

Ultimately, through the hiring of superior teachers and principals, AISD will continue providing students with a quality education that lays the foundation for their success — a task Chris takes very seriously.

This article is primarily about (1) the extent to which the data generated by «high - quality observation systems» can inform principals» human capital decisions (e.g., teacher hiring, contract renewal, assignment to classrooms, professional development), and (2) the extent to which principals are relying less on test scores derived via value - added models (VAMs), when making the same decisions, and why.

Kency Nittler, manager for teacher trends at the National Council on Teacher Quality, said their 2011 survey of LA Unified principals found that «the majority of principals in LAUSD were rarely or never satisfied with the teachers they were forced to hire from the must - place list.

In the area of improving teacher quality, nearly one - half of the constraints that principals ran up against were real, such as prohibitions against hiring outside the district.

If you were a principal and you had to hire some new teachers for your school, what qualities would you look for in a teacher?

Three - quarters of Los Angeles principals surveyed by the National Council on Teacher Quality, a research and policy group focused on teacher effectiveness, said they were unable to hire their teacher of choice because they needed to hire from the priority placement list.

To probe these questions, The Wallace Foundation in 2011 launched a five - year, $ 75 million initiative to help six large districts build stronger principal pipelines by (1) creating clear job requirements detailing what principals and assistant principals must know and do, (2) ensuring high - quality training for aspiring leaders, (3) developing more selective hiring procedures, and (4) using well - crafted evaluations to identify the needs of principals and ongoing support to address them.79 Over the life of the initiative, it is expected that participating districts will have filled at least two - thirds of their principal slots with graduates of high - quality training programs - enough to enable independent researchers to gather meaningful evidence on whether and how better leadership can transform the academic fortunes of children.

Hiring and retaining good teachers and principals takes money, as do supplies, enrichment programs, small class sizes, and high - quality facilities.

Note: A.W. Brown charter leaders will be presenting at the 2015 Texas Charter Schools Conference during the Principals Workshop on Wednesday, October 28, to discuss hiring and retaining high - quality teachers.

Interestingly, in hiring situations principals tend to value applicants» personal qualities more than their professional characteristics.

Most important, the research finds that it is possible for districts to put in place the four key parts of a strong principal pipeline: apt standards for principals, high - quality pre-service training, rigorous hiring procedures, and tightly aligned on - the - job performance evaluation and support.

Human resources personnel, principals, and other individuals involved with selecting teachers may use the qualities and red flags during the hiring process to assist in determining the best candidates.

First, the lower quality principals tend to hire lower quality teachers, [14] thus reducing the overall quality of the teaching corps in such schools.

The key tenets of these pipelines are principal standards, high - quality training, selective hiring, and a combination of solid on - the - job support and performance evaluation, especially for new hires.

Regardless of the quality and tenure of the principal, low - achieving schools and schools with high proportions of poor and minority students face increased barriers to attracting, hiring, and retaining quality leaders.

With clear formatting, hiring personnel and principals can skim the content of this resume, looking for those qualities that are specifically applicable to the open position.

While it is certainly true that no one is going to hire you solely based on the quality of the paper your resume was printed on, using good paper can grab the potential assistant principal, superintendent, or other higher authority's attention and cause them to afford your resume a bit of extra consideration.

One of my founding principals and a requirement of new agent hires is passion for real estate and I make sure to inform the public on my about us page, [LINK REMOVED], so they too know how important that quality is in the person they're considering hiring.